HomeMy WebLinkAboutCity Council - 2018-64 RESOLUTION NO. 2018-64
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
ORGANIZATION (MEO) AND THE CITY FOR NOVEMBER 1,2017 THROUGH
OCTOBER 31,2019
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Management Employees' Organization(MEO),a copy of which is attached hereto as Exhibit"A"
and by reference made a part hereof, is hereby approved and ordered implemented in accordance
with the terms and conditions thereof; and the City Manager is authorized to execute this
Agreement. Such Memorandum of Understanding shall be effective for the term of November 1,
2017 through October 31, 2019.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 5th day of November ,2018.
Mayor
REV;IEV AND APPROVED:
APP nOED AS TO FORM:
Ci a er w
c;City Attorney
n INITI TE D APPRO D:
or of Human Resources
18-7004/190766
MEMORANDUM OF UNDERSTANDING
BETWEEN
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION
AND
CITY OF HUNTINGTON BEACH
,
November 1 , 2017 — October 31 , 2019
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
PREAMBLE .................................................................................................................................1
ARTICLEI -TERM OF MOU .......................................................................................................1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS ...............................................1
ARTICLE III - MANAGEMENT RIGHTS......................................................................................2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................2
ARTICLE V - SEVERABILITY.....................................................................................................2
ARTICLE VI -SALARY SCHEDULE...........................................................................................2
A. SALARYSCHEDULE.............................................................................................................................2
ARTICLE VII - SPECIAL PAY .....................................................................................................3
A. EDUCATIONAL TUITION .......................................................................................................................3
B. BILINGUAL PAY...................................................................................................................................3
ARTICLEVIII - UNIFORMS.........................................................................................................3
A. GENERAL POLICY ...............................................................................................................................4
B. AFFECTED PERSONNEL.......................................................................................................................4
C. PERSONAL PROTECTIVE EQUIPMENT...................................................................................................4
D. EMPLOYEE RESPONSIBILITIES.............................................................................................................4
E. CITY RESPONSIBILITIES.......................................................................................................................5
F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES..........................................................................5
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE...................................................a
A. OVERTIME .........................................................................................................................................5
B. ADMINISTRATIVE LEAVE......................................................................................................................6
C. FLEX SCHEDULE AND HOURS OF WORK...............................................................................................6
1. 5/40 Work Schedule............................................................................................................................................6
2. 9/80 Work Schedule............................................................................................................................................6
3. 4/10 Work Schedule............................................................................................................................................7
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS..................................................7
A. HEALTH .............................................................................................................................................7
B. ELIGIBILITY CRITERIA AND COST..........................................................................................................7
1. City and Employee Paid Medical Insurance—Employee and Dependents.....................................................7
2. Health and Other Insurance Premiums............................................................................................................8
a. Health Premiums and Contributions...........................................................................................................8
3. Future Premiums and City Contributions........................................................................................................9
4. Medical Cash-Out..........................................................................................................................................10
5. Section 125 Plan............................................................................................................................................10
C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT......................................................................... 10
D. LONG TERM DISABILITY INSURANCE .................................................................................................. 10
E. MISCELLANEOUS.............................................................................................................................. 11
1. City Paid Premiums While On Medical Disability..........................................................................................11
2. Insuance Benefits Advisory Committee.........................................................................................................11
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN................ 11
G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE ................................................................................. 12
MEO MOU November 1, 2017 through October 31,2019
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
H. ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN............................................................................ 12
ARTICLE XI - RETIREMENT BENEFITS ..................................................................................12
A. BENEFITS......................................................................................................................................... 12
1. Self Funded Supplemental Retirement Benefit............................................................................................. 12
2. Medical Insurance for Retirees...................................................................................................................... 13
a. Medical Insurance Upon Retirement......................................................................................................... 13
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING..................................... 13
1. Miscellaneous Unit Members......................................................................................................................... 13
2. Pre-Retirement Optional Settlement 2 Death Benefit.................................................................................... 14
3. Fourth Level of 1959 Survivor Benefits ......................................................................................................... 14
ARTICLE XII - LEAVE BENEFITS.............................................................................................14
A. GENERAL LEAVE .............................................................................................................................. 14
1. Accrual........................................................................................................................................................... 14
2. Eligibility and Approval................................................................................................................................... 14
3. Leave Benefit Entitlements............................................................................................................................ 15
4. Conversion to Cash....................................................................................................................................... 15
B. CITY PAID HOLIDAYS........................................................................................................................ 15
C. SICK LEAVE ..................................................................................................................................... 16
D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM .................................................................. 17
E. BEREAVEMENT LEAVE....................................................................................................................... 17
F. RELEASE TIME.................................................................................................................................. 17
ARTICLEXIII - CITY RULES.....................................................................................................18
A. PERSONNEL RULES......................................................................................................................... 18
B. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION .............................................................................. 18
1. Modification of Section 7 - Decertification and Modification............................................................................... 18
C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT .......................... 19
1. Part 1 - Layoff Procedure.................................................................................................................................. 19
2. Order of Layoff..................................................................................................................................................21
3. Notification of Employees..................................................................................................................................21
4. Part 2- Bumping Rights....................................................................................................................................22
5. Part 3- Re-Employment....................................................................................................................................23
ARTICLE XIV - MISCELLANEOUS...........................................................................................24
A. PHYSICAL EXAMINATION ...................................................................................................................24
B. VEHICLE POLICY ..............................................................................................................................25
C. DEFERRED COMPENSATION LOAN PROGRAM.....................................................................................26
D. COLLECTION OF PAYROLL OVERPAYMENTS........................................................................................26
E. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................ 27
F. ACTING ASSIGNMENT....................................................................................................................... 27
G. RETURN TO WORK...........................................................................................................................27
H. CONTROLLED SUBSTANCE AND ALCOHOL TESTING.............................................................................27
I. MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ...............................................27
J. PUBLIC EMPLOYEE DISASTER WORKER.............................................................................................27
ARTICLE XV - CITY COUNCIL APPROVAL.............................................................................28
EXHIBIT A-SALARY SCHEDULE........................................................................................................29
EXHIBIT B-RETIREE SUBSIDY MEDICAL PLAN................................................................................ 32
SCHEDULEOF BENEFITS...................................................................................................................... 32
MEO MOU November 1,2017 through October 31, 2019
I I
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
A. MINIMUM ELIGIBILITY FOR BENEFITS.............................................................................................. 33
B. DISABILITY RETIREES.................................................................................................................... 33
C. MAXIMUM MONTHLY SUBSIDY PAYMENTS..................................................................................................34
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS ........................................................... 34
A. ELIGIBILITY................................................................................................................................... 34
B. BENEFITS.....................................................................................................................................35
C. SUBSIDIES ...................................................................................................................................35
D. MEDICARE ...................................................................................................................................35
E. CANCELLATION............................................................................................................................. 36
EXHIBIT C-VEHICLE USE/ASSIGNMENT........................................................................................... 37
EXHIBIT D-PHYSICAL EXAMINATION DESCRIPTION....................................................................... 38
EXHIBIT E-9/80 WORK SCHEDULE.................................................................................................... 39
9/80 WORK SCHEDULE DEFINED...........................................................................................................39
A. FORTY(40) HOUR WORKWEEK ....................................................................................................... 39
B. TWO-WEEK PAY PERIOD.................................................................................................................. 39
C.A/B SCHEDULES..............................................................................................................................40
D. EMERGENCIES.................................................................................................................................40
LEAVEBENEFITS..................................................................................................................................40
EXHIBIT F-4/10 WORK SCHEDULE.....................................................................................................41
EXHIBIT G -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES..............42
MEO MOU November 1,2017 through October 31, 2019
III
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION
(Hereinafter called ASSOCIATION or MEO)
PREAMBLE
This Memorandum of Understanding is entered into by and between the City of
Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and
the Huntington Beach Management Employees' Organization, a California Organization, herein
called "Association."
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City, and the representatives of
the Association, a duly recognized employee association have met and conferred in good faith
and have fully communicated and exchanged information concerning wages, hours, and other
terms and conditions of employment for the period November 1, 2017 through October 31, 2019.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this
Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their agreements
to writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective
November 1, 2017 and it is agreed as follows:
ARTICLE I -TERM OF MOU
This Agreement shall be in effect for a period of two (2) years commencing November 1, 2017
and ending midnight October 31, 2019.
The parties agree to commence negotiations on a successor MOU by not later than August 1,
2019.
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Association is the employee association which has the right to meet and
confer in good faith with the City on the behalf of employees whose classifications are listed in
Exhibit A, attached hereto and incorporated by reference herein.
MEO MOU November 1,2017 through October 31,2019
1
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE III — MANAGEMENT'S RIGHTS
The parties agree the City has the right to make unilateral management decisions that are
outside the scope of bargaining, as defined by state and federal law and Public Employment
Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City
retains all rights, powers and authority with respect to the management and direction of the
performance of City services and the work forces performing such services, provided that
nothing herein shall change the City's obligation to meet and confer as to the effects of any
such management decision upon wages, hours and terms and conditions of employment or
be construed as granting the City the right to make unilateral changes in wages, hours and
terms and conditions of employment. Such rights include, but are not limited to, consideration
of the merits, necessity, level or organization of City services, including establishing of work
stations, nature of work to be performed, contracting for any work or operation, reasonable
employee performance standards, including reasonable work and safety rules and regulations
in order to maintain the efficiency and economy desirable for the performance of City services.
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding, and/or provided for in the
Personnel and Departmental Rules of the City of Huntington Beach.
ARTICLE V - SEVERABILITY
If any section, subsection, sentence, clause, phrase, or portion of this MOU or any additions
or amendments thereof, or the application thereof to any person, is for any reason held to be
invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision
shall not affect the validity of the remaining portions of this resolution or its application to other
persons. The City Council hereby declares that it would have adopted this MOU and each
section, subsection, sentence, clause, phrase, or portion, and any additions or amendments
thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses,
phrases, or portions, or the application thereof to any person, be declared invalid or
unconstitutional.
ARTICLE VI - SALARY SCHEDULE
A. Salary Schedule
All employees are required to utilize direct deposit of payroll checks. The City shall issue
each employee direct deposit advice (payroll receipt) each pay period that details all
income, withholdings, and deductions.
MEO MOU November 1, 2017 through October 31,2019
2
ARTICLE VII - SPECIAL PAY
A. Educational Tuition
1. Upon approval of the Department Head and the Director of Human Resources,
permanent employees may be compensated for courses from accredited educational
institutions, including vocational schools. Tuition reimbursement shall be limited to job-
related courses or job-related educational degree objectives and requires prior approval
by the Department Head and the Director of Human Resources.
2. Education costs shall be reimbursed to permanent employees for tuition, books, parking
(if a required fee) and any other required fees upon presentation of receipts. However,
the maximum reimbursement shall be not more than one thousand seven hundred and
fifty dollars ($1,750) in any fiscal year period per employee.
a. Employees may not carry-over and be reimbursed for prior fiscal year education
costs in successive fiscal years.
3. Reimbursements shall be made when the employee presents proof to the Director of
Human Resources that he/she has successfully completed the course with a grade of"C"
or better; or a "Pass" if taken for credit.
B. Bilingual Pay
Permanent employees who are required by their Department Head to use Spanish,
Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid
an additional five-percent (5%) of their base hourly rate in addition to their regular bi-weekly
salary. Permanent employees may accept assignments utilizing bilingual skills in other
languages on a short-term assignment with approval by the City Manager. Such employees
shall receive the additional five percent (5%) for every bi-weekly pay period that the
assignment is in effect. In order to be eligible for said compensation, an employee's
language proficiency will be tested and certified by the Director of Human Resources or
designee. The special pay shall be effective the first full pay period following certification as
verified to the Department Head in writing by the Director of Human Resources or designee.
The parties agree that to the extent permitted by law, Bilingual Pay is special compensation
and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section 571(a)(4)
Bilingual Premium.
ARTICLE VIII - UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to wear
uniforms.
MEO MOU November 1,2017 through October 31, 2019
3
A. General Policy
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees in classifications listed below shall wear a standard City adopted uniform.
Each Department Head shall determine which employees must wear a uniform.
Job
Department Type Classification Uniform Items
Community Dev 0125 Code Enforcement Supervisor 3-polo shirts,2-pair of paints(khaki style),one hat and one pair of safety boots.
Community Dev 0072 Principal Electrical Inspector 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0073 Inspection Supervisor 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0076 Principal Inspector Plum/Mech 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0075 Inspection Manager 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0598 Building Manager 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Srvcs 0044 Beach Operations Supervisor 5 Polo Shirts,1 jacket(not annually),1 pair boots(not annually),1 hat
Community Srvcs 0133 Supv Parking&Camping Facility 5 shirts,1 Jacket(not annually),1 hat
Fire 0595 Assistant Fire Marshall 5 shirts,5 pants,1 dress shirt,1 belt,1 pair boots,1 badge
Fire 0131 Fire Med Coordinator 1 blouse,1 pant,1 dress pant,1 skirt,1 pair dress shoes,1 badge
Fire 0130 Fire Protection Analyst 5 shirts,5 pants,1 dress shirt,1 belt,1 pair boots,1 badge
Police 0486 Detention Administrator 1 shirt/1 pants/1 jacket,1 BDU pants/1 polo,name tag,tie,tie bar
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs for the
performance of duties as approved by the Department Head.
D. Employee Responsibilities
1. Wear a clean and complete uniform as required.
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in.
3. Wash and provide minimum repair; i.e., buttons, small tears.
4. Provide any alterations necessary including sewing on of City patches.
5. Wear uniform only when on duty or performing work for the City.
MEO MOU November 1, 2017 through October 31, 2019
4
6. Notify supervisor of need to replace due to disrepair or severe staining producing an
undesirable appearance.
7. Turn in all uniform components, including patches, upon termination.
8. Turn in all personal protective equipment upon termination.
9. Wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. City Responsibilities
1. Pay for City-required uniforms.
2. Report to the California Public Employees' Retirement System (CaIPERS) the cost of
uniforms provided as set forth in Section B (above) for each classification as special
compensation in accordance with Title 2, California Code of Regulations, Section
571(a)(5). For employees that are not required to wear uniforms on a daily basis or who
are not actively employed for an entire payroll calendar year, a prorated cost of uniforms
may apply.
3. Provide one or more retail clothing outlets for the various allotments. City reserves the
right to name vendor.
4. Maintain records of purchases.
F. Department Head or Designee Responsibilities
1. Ensure employee compliance with the Uniform Policy.
2. Approve replacement of deteriorated uniform component(s) and personnel protective
equipment as required and to maintain a listing for each eligible employee, by name and
classification, of all uniform component(s) and personal protective equipment purchased.
3. Confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed, signed by
the employee, and submitted to the Human Resources Department.
4. Report to the Director of Human Resources any changes to the Uniform Listing by
Category/Classification (Section B above). The City reserves the right to add, delete,
change or modify the Uniform Listing as required.
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE
It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule
and/or alternative work schedule that is consistent with the City's objective that such schedules
shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency
as determined by the City Manager or designee.
A. Overtime
Employees represented herein shall not be eligible for paid overtime compensation.
MEO MOU November 1,2017 through October 31, 2019
5
B. Administrative Leave
1. All full-time unit employees shall be entitled to sixty (60) hours of administrative leave per
calendar year. All part-time (50%) employees shall be entitled to thirty (30) hours of
administrative leave per calendar year. Administrative leave shall not carry over to the
next year and holds no cash value.
a. Effective the beginning of the pay period following City Council final approval of this
agreement, full time unit employees shall be granted a one-time (only) additional
allotment of ten (10) hours of Administrative Leave for the term of this agreement.
Part time (50%) employees shall be granted a one-time (only) additional allotment of
five (5) hours of Administrative Leave for the term of this agreement. Administrative
Leave shall not carry over to the next year and holds no cash value.
b. The MOU provision regarding the additional one-time allotment of ten (10) hours of
Administrative Leave for the term of this agreement, will expire with the expiration of
this agreement and will not continue beyond the original expiration date of the
agreement (even if the MOU is subsequently extended or amended), nor will it be
automatically included as part of any successor MOU. The language as written herein
sunsets.
C. Flex Schedule and Hours of Work
With supervisor and Department Head approval, MEO employees may flex regularly
scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not
reduce service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor
and Department Head approval. MEO employees assigned the 4/10-work schedule shall
retain the option of working the 4/10-work schedule with supervisor and Department Head
approval. In order to maintain service to the public, departmental effectiveness, productivity
and/or efficiency a Department Head may assign an employee a different work schedule that
is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City
Manager approval.
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday
through Friday each week plus a one-hour lunch during each work shift, totaling a forty
(40) hour work week.
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit E, shall be defined as working nine (9)
days for eighty (80) hours in a two-week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day for eight (8) hours (Friday), plus a one-hour lunch
MEO MOU November 1,2017 through October31, 2019
6
during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80-work
schedule shall not reduce service to the public, departmental effectiveness, productivity
and/or efficiency as determined by the City Manager or designee.
3. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit F, shall be defined as working four (4) ten
(10) hour days Monday through Thursday or Tuesday thru Friday each week plus a one-
hour lunch during each work shift, totaling a forty (40) hours work week. The assigned
4/10-work schedule must be in compliance with the requirements of FLSA and all other
applicable laws. The 4/10-work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City
Manager or designee.
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all employees. A
copy of the medical, dental and vision plan brochures may be obtained from the Human
Resources Department.
B. Eligibility, Criteria and Cost
1. City and Employee Paid Medical Insurance — Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the employee's
date of hire. The employee deduction for premium contributions shall be aligned with the
effective date of coverage and the ending date of coverage upon the employee's
separation. The payroll deduction amount shall begin no later than the first full pay period
following the effective date of coverage and pro-rated for coverage through the end of
the month in which employment was separated.
MEO MOU November 1, 2017 through October 31, 2019
7
2. Health and Other Insurance Premiums
a. Health Premiums and Contributions
2018 Health Premiums and Contributions
Effective 11/17/2018
MEO
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly Bi•Weekly
Contribution Contribution Contribution
Single 530.00 530.00 0.00 0.00
Kaiser Two-Party 1,142.00 953.53 188.47 86.99
Family 1,495.00 1,117.56 377.44 174.20
Single 705.00 701.43 3.57 1.65
Blue Shield HMO Two-Party 1,540.00 1,011.06 528.94 244.13
Family 1,992.00 1,192.20 799.80 369.14
Single 750.00 750.00 0.00 0.00
Blue Shield PPO Two-Party 1,585.00 1,157.80 427.20 197.17
Family 1,964.00 1,323.36 640.64 295.68
Single 551.00 551.00 0.00 0.00
Blue Shield CDHP Two-Party 1,166.00 1,157.80 8.20 3.78
Family 1,443.00 1,323.36 119.64 55.22
Single 56.00 42.88 13.12 6.06
Delta Dental PPO Two-Party 104.60 81.82 22.78 10.51
Family 137.90 116.36 21.54 9.94
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.86 17.84 6.02 2.78
VSP Vision Two-Party 23.86 17.84 6.02 2.78
Family 23.86 17.84 6.02 2.78
Medical Opt-Out (As stated in Article X.4): $530.00 per month ($244.62 bi-weekly)
Employee and City contributions subject to change as a result of contract negotiations
MEO MOU November 1, 2017 through October 31, 2019
8
2019 Health Premiums and Contributions
Effective 1/l/2019
MEO
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly BI-Weekly
Contribution Contribution Contribution
Single 551.00 551.00 0.00 0.00
Kaiser Two-Party 1,188.00 1,053.53 134.47 62.06
Family 1,555.00 1,217.56 337.44 155.74
Single 733.00 733.00 0.00 0.00
Blue Shield HMO Two-Party 1,602.00 1,111.06 490.94 226.59
Family 2,072.00 1,292.20 779.80 359.91
Single 780.00 780.00 0.00 0.00
Blue Shield PPO Two-Party 1,649.00 1,257.80 391.20 180.55
Family 2,043.00 1,423.36 619.64 285.99
Single 573.00 573.00 0.00 0.00
Blue Shield CDHP Two-Party 1,213.00 1,213.00 0.00 0.00
Family 1,501.00 1,423.36 77.64 35.83
Single 56.00 42.88 13.12 6.06
Delta Dental PPO Two-Party 104.60 81.82 22.78 10.51
Family 137.90 116.36 21.54 9.94
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.33 17.84 5.49 2.53
VSP Vision Two-Party 23.33 17.84 5.49 2.53
Family 23.33 17.84 5.49 2.53
Medical Opt-Out (As stated in X.4): $551.00 per month ($254.31 bi-weekly)
Employee and City contributions subject to change as a result of contract negotiations
3. Future Premiums and City Contributions
Effective the beginning of the pay period following City Council final approval of this
agreement, the City's contribution to medical premiums (only) will be increased $100.00
per month, per medical plan, per enrollment tier, up to, but not to exceed the monthly
plan premium cost.
MEO MOU November 1,2017 through October 31,2019
9
Effective (the pay period that includes) January 1, 2019, the City's monthly contribution
to medical premiums (only) will be increased $100.00 per month, per medical plan, per
enrollment tier, up to, but not to exceed the monthly plan premium cost.
For the term of this agreement, and thereafter unless modified by negotiated agreement
of the parties, the City's monthly contributions to medical, dental and vision insurance
shall remain as specified for the 2019 Health Premiums and Contribution amounts,
unless otherwise specified herein.
As a result of these formulas, it is understood that the employee contribution shall not
decrease during the term of this Agreement nor is there any expectation of compensation
or benefit in the event the City's contribution cap is not reached.
Employee payroll deductions shall be made on a pre-tax basis.
4. Medical Cash-Out
If an employee is covered by a group medical plan outside of a city-provided program
(evidence of which must be supplied to the Human Resources Department), the
employee may elect to discontinue City medical coverage and receive the amount equal
to the City's contribution to the lowest cost, Employee-only medical premium offered to
this unit.
5. Section 125 Plan
This plan allows employees to use pre-tax salary to pay for childcare, adult dependent
care and/or medical expenses allowable under the Internal Revenue Service rules for a
Section 125 plan.
C. Life and Accidental Death & Dismemberment
Each employee is provided with $50,000 (fifty thousand) life insurance and $50,000 (fifty
thousand) accidental death & dismemberment insurance paid for by the City. Each
employee shall have the option, at his or her own expense, to purchase additional amounts
of life insurance and accidental death &dismemberment insurance to the extent provided by
the City's current providers. Evidence of insurability is contingent upon total participation in
additional amounts.
D. Long Term Disability Insurance
This program provides, for each incident of illness or injury, a waiting period of thirty (30)
calendar days, during which the employee may use accumulated sick leave, general leave
pay, or the employee may elect to be in an unpaid status. Subsequent to the thirty (30) day
waiting period, the employee will be covered by an insurance plan paid for by the City,
providing 66 2/3 (sixty six and two-third) percent of the first $12,500 (twelve thousand five
hundred) of the employee's basic monthly earnings.
The maximum benefit period for disability due to accident or sickness shall be to age sixty
five (65).
Days and months refer to calendar days and months. Benefits under the plan are integrated
with sick leave, Worker's Compensation, Social Security and other non-private program
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benefits to which the employee may be entitled. Disability is defined as: "The inability to
perform all of the duties of regular occupation during two years, and thereafter the inability
to engage in any employment or occupation for which the employee is fitted by reason of
education, training or experience." Rehabilitation benefits are provided in the event the
individual, due to disability, must engage in another occupation. Survivor's benefits continue
plan payment for three (3) months beyond death. A copy of the plan is on file in the Human
Resources Department.
The intent of long term disability is to assist employees who are off work for an extended
period of time. While long term disability benefits can be coordinated with accrued leave
benefits to achieve one hundred percent (100%) of regular salary, no employee may receive
more than their regular salary while receiving disability benefits and paid leave.
E. Miscellaneous
1. City-Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City shall
maintain the City-paid employee's insurance premiums during the period the employee
is in an unpaid status for the length of said leave, not to exceed twenty-four (24) months.
2. Insurance and Benefits Advisory Committee
The City and the Association participate in a City-wide joint labor and management
insurance and benefits advisory committee to discuss and study issues relating to
insurance and benefits available for employees.
F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan
Employees who retire from the City after January 1, 2004 and are granted a retirement
allowance by the California Public Employees' Retirement System and are not eligible for
the City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical
insurance plans until the first of the month in which they turn age sixty-five (65).
The retiree shall pay the full premium for City-sponsored medical insurance for him/her self
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City-sponsored medical insurance upon
retirement, permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses
not to participate in City-sponsored medical insurance plans because the retiree has access
to other group medical insurance and subsequently loses eligibility for that group medical
insurance, the retiree and qualified dependents will have access to City-sponsored medical
insurance plans reinstated.
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Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City-sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-
sponsored medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in City-sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City-sponsored medical insurance
plans that are supplemental to Medicare for him/herself or qualified dependents without any
City subsidy.
Retirees or qualified dependents, upon turning age sixty five (65), who choose not to
participate in City-sponsored medical insurance plans that are supplemental to Medicare
permanently lose their eligibility for this insurance.
H. Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,000.
ARTICLE XI - RETIREMENT BENEFITS
A. Benefits
1. Self Funded Supplemental Retirement Benefit
Employees hired prior to August 17, 1998 are eligible for the Self-Funded Supplemental
Retirement Benefit, which provides that:
a. In the event a member elects Option #1, #2, #2W, #3, #3W or #4 of the Public
Employees' Retirement Law, the City shall pay the difference between such elected
options and the unmodified allowance which the member would have received for his
or her life alone as provided in California Government Code sections 21455, 21456,
21457, and 21458 as said referenced Government Code sections exist as of the date
of this agreement. This payment shall be made only to the member, shall be payable
by the City during the life of the member, and upon that member's death, the City's
obligation shall cease. The method of funding this benefit shall be at the sole
discretion of the City. This benefit is vested for employees covered by this Agreement.
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b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit
referenced in A.1.a. herein above.
2. Medical Insurance for Retirees
a. Medical Insurance Upon Retirement
Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under City-sponsored plans:
i. With no change in benefits, retirees can stay in any of the plans offered by the
City, at the retiree's own expense, for the maximum time period allowed by
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) Federal or
State Law, or
ii. Retirees retiring after approval of this MOU may participate in the Retiree Subsidy
Medical Plan, attached hereto as Exhibit B, or the Health Maintenance
Organization (HMO) Plan currently being offered to retirees at the retiree's own
expense if the requirements set forth in Exhibit B are met, or if the retiree meets
the eligibility requirements described in Exhibit B, the retiree may receive a
subsidy from the City for retiree medical insurance pursuant to the schedule set
forth in Exhibit B.
B. Public Employees' Retirement System Reimbursement and Reporting
1. Miscellaneous Unit Members
a. The City shall provide all miscellaneous employees described as "classic" members
by the California Public Employees' Pension Reform Act of 2013— "PEPRA" with that
certain retirement program commonly known and described as the "2.5% at age 55
plan" which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (CalPERS), Section 21354 of the California
Government Code.
b. All miscellaneous bargaining unit "classic" members shall pay to CalPERS as part of
the required member retirement contribution eight percent (8%) of pensionable
income. This provision shall not sunset at the end of this agreement.
c. The City shall contract with CalPERS to have retirement benefits calculated based
upon the "classic" member employee's highest one year's compensation, pursuant to
the provisions of Section 20042 (highest single year).
d. The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU
e. For "New" Members within the meaning of the California Public Employees' Pension
Reform Act of 2013.
i. "New" Members shall be governed by the two percent at age 62 (2% @ 62)
retirement formula set forth in Government Code section 7522.20.
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ii. Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective
date of his or her retirement, or some other 36 consecutive month period
designated by the member.
iii. All "new" members as defined by PEPRA and determined by CalPERS, shall
contribute one half (50%) of the normal cost as established by CalPERS.
2. Pre-Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre-Retirement Optional Settlement 2 Death
Benefit, as identified in Government Code Section 21548 with CalPERS.
3. Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as
identified in Government Code Section 21574 with CalPERS.
4. The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) and both the employee contribution and the City pickup of the required member
contribution are made on a pre-tax basis. However, ultimately, the tax status of any
benefit is determined by the law.
ARTICLE XII - LEAVE BENEFITS
A. General Leave
1. Accrual
Employees accrue General leave at the accrual rates outlined below. General leave may
be used for any purpose, including vacation, sick leave, and personal leave.
Years of Service Annual General Leave Bi-Weekly General Leave
Allowance Allowance
First through Fourth Year 176 Hours 6.77
Fifth through Ninth Year 200 Hours 7.69
Tenth through Fourteenth Year 224 Hours 8.62
Fifteenth Year and Thereafter 256 Hours 9.85
2. Eligibility and Approval
a. General leave must be pre-approved except for illness, injury or family sickness,
which may require a physician's statement for approval. General leave accrued time
is to be computed from the employee's anniversary of their hiring date.
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b. Employees are not permitted to take general leave in excess of actual time earned.
Employees shall not accrue general leave in excess of six hundred forty (640) hours.
An employee who earns general leave hours in excess of six hundred forty (640)
hours shall be paid the cash value of those additional hours in their paycheck.
i. Employees in this unit hired on or after October 1, 2016, shall not be eligible for
this benefit. General Leave shall be capped at six hundred forty hours (640) for
employees hired on or after 10/1/16. This provision shall not sunset at the
expiration of this agreement.
c. Employees may not use their general leave to advance their separation date on
retirement or other separation from employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave is permitted to use earned Sick Leave, General
Leave, and/or Administrative Leave for serious and non-serious family or personal health
issues. For more information on employee leave options contact the Human Resources
Department.
4. Conversion to Cash
Twice during each fiscal year, each employee has the option to convert into a cash
payment or deferred compensation up to a total of one hundred sixty (160) hours of
earned general leave benefits at the base hourly rate. The employee shall give two (2)
weeks advance notice to Payroll of his/her desire to exercise such option.
B. City Paid Holidays
Permanent full-time employees shall receive the following paid holidays per the employee's
regularly scheduled work shift:
1. New Year's Day (January 1)
2. Martin Luther King Jr., (third Monday in January)
3. Presidents Day (third Monday in February
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national holiday and
adopted as an employee holiday by the City Council of Huntington Beach.
City paid holidays which fall on Saturday shall be observed the preceding Friday, and
those falling on Sunday shall be observed the following Monday.
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a. In the event that an employee is required to work on a City paid holiday, the holiday
hours shall be credited to the employee's general leave bank. Approval of this
transaction shall be handled by the Department Head or designee, in the payroll
period that includes the holiday worked.
b. If a City paid holiday falls on an employee's scheduled day off and with approval from
the Department Head or designee, the employee may take another day off during the
same payroll period as the holiday or opt to be credited with general leave the number
of hours of the employee's regularly scheduled work shift.
c. A permanent half-time (1/2) or three quarter-time (3/4) employee shall have City paid
holidays paid as time off with a pro-rated amount of four (4) or six (6) hours,
respectively.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit— Employees shall carry forward their sick leave balance and shall no longer accrue
sick leave credit.
3. Usage — Employees may use accrued sick leave for the same purposes for which it was
used prior to December 25, 1999.
4. Pay Off At Termination
a. Employees on the payroll on November 20, 1978 are entitled to the following sick
leave payoff plan:
At involuntary termination by reason of disability, or retirement, employees (or in the
case of death, their beneficiary) shall be compensated at their then current rate of pay
for seventy-five percent(75%) of all unused sick leave accumulated as of July 1, 1972,
plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972,
up to a maximum of seven hundred twenty (720) hours of unused, accumulated sick
leave, except as provided in paragraph 4 below.
Upon termination for any other reason, employees shall be compensated at their then
current rate of pay for fifty percent (50%) of all unused, accumulated sick leave, up to
a maximum of seven hundred twenty (720) hours of such accumulated sick leave.
b. Employees hired after November 20, 1978 shall be entitled to the following sick leave
payoff plan:
Upon termination, all employees shall be paid, at their then current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to four hundred eighty (480)
hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in
excess of four hundred eighty (480) hours, but not to exceed seven hundred twenty
(720) hours, except as provided in paragraph 4 below.
c. Except as provided in paragraph 4d. below, no employee shall be paid at termination
for more than seven hundred twenty (720) hours of unused, accumulated sick leave.
However, employees may utilize accumulated sick leave on the basis of "last in, first
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out" meaning that sick leave accumulated in excess of the maximum for payoff may
be utilized first for sick leave, as defined in Personnel Rule 18-8.
d. Employees who had unused, accumulated sick leave in excess of seven hundred
twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick
leave remaining on termination under the formulas described in paragraphs 1 and 2
above. In no event shall any employee be compensated upon termination for any
accumulated sick leave in excess of the "cap" established by this paragraph
(i.e., seven hundred twenty (720) hours plus the amount over seven hundred twenty
(720) hours existing on July 5, 1980). Employees may continue to utilize sick leave
accrued after that date in excess of such "cap" on a "last in, first out" basis.
e. To the extent that any "capped" amount of excess sick leave over seven hundred
twenty (720) hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six
months after July 5, 1980, employee has accumulated another 48 hours. Employee
is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation
at termination is now reduced by seventy two (72) hours to nine hundred twenty eight
(928) hours).
f. Employees electing to participate in the City's group health insurance program after
retirement can request the premiums to be paid by the City out of any available funds
due and owing them under the terms of this agreement for unused sick leave benefits
upon retirement.
D. Voluntary Catastrophic Leave Donation Program
Under certain conditions, an employee may donate leave time to another employee in need.
The program is outlined in Exhibit G.
E. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four(24) work hours
in each instance of death in the immediate family. Immediate family is defined as father,
mother, sister, brother, spouse, registered domestic partner, children, grandfather,
grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren,
stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-
in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian.
F. Release Time
Notwithstanding any other provisions of this Agreement, the Association and the City agree
to continue discussion during the term of the MOU on Release Time for negotiation,
including City's consideration of the number of hours, based on the establishment of a
mutually agreed upon written provision for the use of such leave by Association
representatives and its members. Such leave shall be limited to use for the purpose of
Association business not covered within the scope of legal requirements. It remains the
City's intent to enforce reasonable standards for the administration and control of current
Release Time use.
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ARTICLE XIII - CITY RULES
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update
the City's Personnel Rules and be incorporated into such rules.
B. Employer-Employee Relations Resolution
During the term of the agreement, the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law.
1. Modification of Section 7 — Decertification and Modification
a. The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the employee's
right to select the representative of his or her own choosing. For these purposes, the
parties agree that this Agreement shall act as a bar to appropriateness of this unit and
the selection of the representative of this unit, except during the month of August prior
to the expiration of this Agreement. Changes in bargaining unit shall not be effective
until expiration of the MOU except as may be determined by the Personnel
Commission pursuant to the procedures outlined below. This provision shall modify
and supersede the time limits, where inconsistent, contained in Section 7 of the
current Employer-Employee Relations Resolution of the City of Huntington Beach.
b. The City and the Association have agreed to a procedure whereby the City, by and
through the Director of Human Resources, would be entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a modification
of the City of Huntington Beach Employer-Employee Relations Resolution (Resolution
Number 3335) upon the City having completed its obligation to meet and confer on
this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as follows:
7.3 Director of Human Resources Motion of Unit Modification -The Director of Human
Resources may propose, during the same period for filing a petition for decertification,
that an established unit be modified in accordance with the following procedure:
i. The Director of Human Resources shall give written notice of the proposed
modification(s); to any affected employee organization and any affected
employees.
ii. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) at which time all affected employee organizations and employees
shall be heard.
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iii. Thereafter, the Personnel Commission shall determine the composition of the
appropriate unit or units and shall give written notice of such determination to the
affected employee organizations and any affected employees.
The City Manager, employee organization or employee aggrieved by an
appropriate unit determination of the Personnel Commission may, within ten (10)
days of notice thereof, request a review of such determination by the City Council.
Within thirty (30) days of receipt of a request to review a unit determination of the
Personnel Commission the City Council shall review the matter. The City
Council's decision shall be final.
iv. Except as provided otherwise in this MOU, the salary, benefit, and working
conditions specified by this MOU shall be provided to employees in classifications
listed in Exhibit A and have completed or are in the process of completing a
probationary period in a permanent position in the competitive service in which the
employee regularly works twenty (20) hours or more per week.
C. Rules Governing Layoff, Reduction in Lieu of Layoff and Re-Employment
1. Part 1 — Layoff Procedure
a. General Provisions
1) Whenever it is necessary, because of lack of work or funds to reduce the staff of
a City department, employees may be laid off pursuant to these rules.
2) Whenever an employee is to be separated from the competitive service because
the tasks assigned are to be eliminated or substantially changed due to
management-initiated changes, including but not limited to automation or other
technological changes, it is the policy of the City that steps be taken by the Human
Resources Department on an interdepartmental basis to assist such employee in
locating, preparing to qualify for, and being placed in other positions in the
competitive service. This shall not be construed as a restriction on the City
government in effecting economies or in making organizational or other changes
to increase efficiency.
3) A department shall reduce staff by identifying which positions within the
department are to be eliminated.
4) The employee who has the least City-wide service credit in the class within the
department shall have City-wide transfer rights in the class pursuant to Part 1,
Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the
occupational series pursuant to Part 2, Bumping Rights.
5) If a deadline within this procedure falls on a day that City Hall is closed, the
deadline shall be the next day City Hall is open.
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b. Service Credit
1) Service credit means total time of full-time continuous service within the City at the
time the layoff is initiated, including probation, paid leave, or military leave.
Permanent part-time employees earn service credit on a pro-rata basis.
2) Except as required by law, leaves of absence without pay shall not earn service
credit.
3) As between two or more employees who have the same amount of service credit,
the employee who has the least amount of service in class shall be deemed to be
the least senior employee.
c. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s) with the
least amount of service credit in the class designated for staff reduction within a
department subject to the following:
a) The employee has the necessary qualifications to perform the duties of the
position.
b) The employee shall be given the opportunity, in order of service credit, to
accept a transfer to a vacant position in the same class within the City, provided
the employee has the necessary qualifications to perform the duties of the
position.
c) If no position in the same class is vacant, the employee shall be given the
opportunity, in order of service credit, to transfer to the position in the same
class that is held by an incumbent in another department with the least amount
of service credit whose position the employee has the necessary qualifications
to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next lower class within the City in the occupational series in lieu of
layoff provided the employee has the necessary qualifications to perform the
duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or b.,
above, the employee shall be laid off.
a) If the employee(s) in the class with the least amount of service credit is in the
position(s) to be eliminated or displaced by transfer, the employee shall be
offered bumping rights, pursuant to Part 2, Bumping Rights.
b) Any employee who takes a reduction to a position in a. lower class within the
occupational series in lieu of layoff shall be placed on the
reinstatement/reemployment list(s) pursuant to Part 3. Re-employment.
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2. Order of Layoff
a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall
be identified by City-wide occupational series. If the employee refuses to accept a
position pursuant to Section 3. above, the employee shall be laid off.
b. No promotional probationary employee or permanent employee within a class in the
department shall be laid off until all temporary, nonpermanent part-time and non-
promotional probationary employees in the class are laid off. Permanent employees
whose positions have been eliminated may exercise citywide bumping rights to a
lower class in the occupational series pursuant to Part 2.
c. When a position in a class and/or occupational series is eliminated, any employee
in the class who is on authorized leave of absence or is holding a temporary acting
position in another class shall be included for determining order of service credit and
be subject to these layoff procedures as if the employee was in his or her permanent
position.
3. Notification of Employees
a. The Human Resources Department shall give written notice of layoff to the
employee by personal service or by sending it by certified mail to the last known
mailing address at least thirty (30) calendar days prior to the effective date of the
layoff. Normally notices will be served on employees personally at work.
b. Layoff notices may be initially issued to all employees who may be subject to layoff
as a result of employees exercising voluntary reduction/bumping rights.
c. The notice of layoff shall include the reason for the layoff, the effective date of the
layoff, the employee's hire date, and the employee's service credit ranking. The
notice shall also include the employee's right to bump the person in a lower class
with the least service credit within the occupational series provided the employee
possesses the necessary qualifications to successfully perform the duties in the
lower class and the employee has more service credit than the incumbent in the
lower class.
d. The written layoff notice given to an employee shall include notice that he or she
has seven (7) calendar days from the date of personal service, or date of delivery
of mail if certified, to notify the Director of Human Resources in writing if the
employee intends to exercise the employee's bumping rights, if any, pursuant to
Part 2, Bumping Rights.
e. Whenever practicable, any employee with the least amount of service credit in a
lower class within an occupational series which is identified for work force reduction
shall also be given written notice that such employee may be bumped pursuant to
Part 2. This notice shall include the items referred to in C., above.
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it
f. If an employee disagrees with the City's computation of service credit or listed date
of hire, the employee shall notify the Director of Human Resources as soon as
possible, but in no case later than five (5) calendar days after the personal service
or certified mail delivery. Disputes regarding date of hire or service credit shall be
jointly reviewed by the Director of Human Resources and the employee and/or the
employee's representative as soon as possible, but in no case later than five (5)
calendar days from the date the employee notifies the Director of Human Resources
of the dispute. Within five (5) calendar days after the dispute is reviewed, the
employee shall be notified in writing of the decision.
4. Part 2 — Bumping Rights
a. Voluntary Reduction or Bumping in Lieu of Lavoff
1) A promotional probationary employee or permanent employee who receives a
layoff notice may request a reduction to a position in a lower class within the
occupational series provided the employee possesses the necessary
qualifications to perform the duties of the position.
2) Employees electing reduction under "a" above, shall be reduced to a position
authorized to be filled in a lower class within the employee's occupational series.
The employee may reduce to a lower class in his/her occupational series by: 1)
filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee
in the class with the least service credit whose position the employee has the
necessary qualifications to perform. A displaced employee shall have bumping
rights.
3) An employee who receives a layoff notice must exercise bumping rights within
seven (7) calendar days of receipt of the notice as specified in Part 1 - Layoff
Procedure. Failure to respond within the time limit shall result in a reputable
presumption that the employee does not intend to exercise any right of reduction
or bumping to a lower class. The employee must carry the burden of proof to show
that the employee's failure to respond within the time limits was reasonable. If the
employee establishes that failure to respond within the time limit was reasonable,
to the Director of Human Resources satisfaction, the employee shall be permitted
to exercise bumping rights, but shall not be reinstated to a paid position until the
employee to be bumped has vacated the position. If the employee disagrees with
the Director of Human Resources decision, the employee may appeal pursuant to
the provisions of Sections 3 and 4 below.
b. Reinstatement/Re-Employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on tile reinstatement/re-
employment list pursuant to Part 3, Re-Employment.
c. _Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within the
occupational series on the basis that the employee does not possess the necessary
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qualifications to successfully perform the duties of the lower position may appeal the
decision. The appeal shall be filed with the Director of Human Resources within five
(5) calendar days of the employee's receipt of written notice of the decision and
reason(s) for denial. The employee's appeal shall be in writing and shall include
supporting facts or documents supporting the appeal.
d. Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Director of Human Resources shall contact a
mediator from the California State Mediation and Conciliation Service to schedule
a hearing within two (2) weeks after receipt of the appeal. If the California State
Mediation and Conciliation Service is not available within that time frame, the
parties shall mutually select a person who is available within the time frame. If the
California State Mediation and Conciliation Service and the person mutually
selected are not available within the time frame, the parties shall select the
earliest date either is available to conduct the hearing. The parties shall split the
cost, if any, of the hearing officer. In addition, the parties shall meet within three
(3) workdays to attempt to resolve the dispute. If the dispute remains unresolved,
the parties shall endeavor in good faith to submit to the hearing officer a statement
of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by
the parties or directed by the hearing officer.
3) The hearing officer shall attempt to resolve the dispute by mutual agreement if
possible. If no agreement is reached, the hearing officer shall render a decision
at the conclusion of the hearing, which shall be final and binding
5. Part 3 — Re-Employment
a. Re-Employment
1) Employees who are laid off or reduced in class to avoid layoff shall have their
names placed upon a re-employment list, for each class in the occupational
series, in seniority order at or below the level of the class from which laid off or
reduced.
2) Names of persons placed on the re-employment lists shall remain on the list for
two (2) years from the date of layoff or reduction.
3) Vacancies shall be filled from the re-employment list for a class, starting at tile top
of the list, providing that the person meets the necessary qualifications for tile
position.
4) Names of persons are to be removed from the reemployment list for a class if on
two (2) occasions they decline an offer of employment or on two (2) occasions
fail to respond to offers of employment in a particular class within five (5) calendar
days of receipt of written notice of an offer. Any employee who is dismissed from
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the City service for cause shall have his or her name removed from all re-
employment lists.
5) Re-employment lists shall be available to HBMEO and affected employees upon
reasonable request,
6) Qualification appeals involving re-employment rights shall be resolved in the
same manner as that identified in Part 2. Section 4.
b. Status on Re-Employment
1) Persons re-employed from layoff within a two (2) year period from the date of
layoff shall receive the following considerations and benefits.-
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after layoff in
the manner and amount set forth in existing Memoranda of Understanding
for that employee's unit. General Leave shall be paid to an employee when
the re-employment list(s) expire(s), if not previously paid.
d) Upon reinstatement the employee may have his or her General Leave re-
credited by repayment to the City the cashed amount.
e) The employee shall be returned to the salary step of the classification held
at the time of the layoff and credited with the time previously served at that
step prior to being laid off.
f) The probationary status of the employee shall resume if incomplete.
2) Employees who have been reduced in class to avoid layoff and are returned
within two (2) years to their former class shall be placed at the salary step of the
class they held at the time of reduction and have their merit increase eligibility
date recalculated.
ARTICLE XIV - MISCELLANEOUS
A. Physical Examination
Employees shall be provided, once every two (2) years, with a City-paid physical
examination. Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam, laboratory testing and review of results by a
physician. (See Exhibit D, Physical Exam Description.)
MEO MOU November 1,2017 through October 31, 2019
24
2. A stress EKG will be provided for employees forty (40) years of age or older.
No more than one-half(1/2) of the eligible employees shall receive examinations in any one
fiscal year.
B. Vehicle Policy
1. Approval is required by the City Manager or his/her designee for any City vehicle to be
taken home by an employee.
2. Approval is required by the City Manager for any individual occupying a classification
eligible for the auto allowance to receive the compensation.
3. The auto allowance for qualifying employees is two hundred seven dollars and sixty-nine
cents ($207.69) bi-weekly.
4. No unit employee shall have their automobile allowance eliminated until the City's Fleet
Management Policy is re-negotiated.
5. Eligibility for automobile allowance shall be determined in accordance with the City's
Fleet Management Program dated August 1999 and as specified pursuant to
Administrative Regulation 407
6. Employees assigned to drive a city vehicle and/or employees receiving an Auto
Allowance will participate in the DMV Pull Notice Program.
7. Employees in the following classifications are eligible to receive Auto Allowance..
■ Assistant to the City Manager
■ Assistant Fire Marshal
■ Beach Operations Supervisor
■ Building Manager
■ Business Systems Manager
■ City Engineer
■ Community Services Manager
■ Construction Manager
■ Deputy City Treasurer*
■ Deputy Director of Economic Development
■ Detention Administrator
■ Facilities, Development & Concessions Manager
■ Facilities Maintenance Supervisor
■ Fleet Operations Supervisor
■ General Services Manager
■ Inspection Manager
■ Inspection Supervisor
■ Landscape Maintenance Supervisor
■ Maintenance Operations Manager
■ Parking/Camping Facility Supervisor
MEO MOU November 1,2017 through October 31,2019
25
■ Police Administrative Division Services Manager
■ Police Communications Manager
■ Police Records Administrator
■ Principal Electrical Inspector
■ Principal Plumbing Mechanical Inspector
■ Street Maintenance Supervisor
■ Transportation Manager
■ Tree Maintenance Supervisor
■ Utilities Manager
■ Wastewater Supervisor
■ Water Distribution Supervisor
■ Water Production Supervisor
■ Water Quality Supervisor
'Grandfathered incumbent only.
C. Deferred Compensation
1. Loan Program
In accordance with federal law, employees may borrow from their deferred compensation
funds for critical needs such as medical costs, college tuition, or purchase of a home.
2. Deferred Compensation Contribution at Time of Separation
In accordance with Internal Revenue Service rules, the value of any unused earned leave
benefits may be transferred to deferred compensation at separation (including
retirement), but only during the time that the employee is actively employed with the City.
The latest opportunity for such transfer must be the pay period prior to the employee's
last day of employment.
D. Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if and
when the employee could have reasonably known about such overpayment, the City shall
take action to collect from the employee the amount of overpayment(s). Such collection
shall be processed by payroll deduction over a reasonable period of time considering the
total amount of overpayment.
In the event the employee separates from employment during the collection period, the final
amount shall be deducted from the last payroll check of the employee. If applicable, the
balance due from the employee shall be communicated upon employment separation if the
last payroll check does not sufficiently cover the amount due the City.
It shall be the responsibility of the employee and the City to periodically monitor the accuracy
of compensation payments or reimbursements due to the possibility of a clerical oversight
or error. The City reserves the right to also collect compensation overpayments caused by
or the result of misinterpretation of a pay provision by non-authorized personnel. The
MEO MOU November 1, 2017 through October 31, 2019
26
interpretation of all pay provisions shall be administered by the City Manager or designee
and as adopted by the City Council. Unauthorized compensation payments shall not
constitute a past practice.
E. Required Fingerprinting of Employees
The City requires all employees who are hired, transferred, or promoted to positions with
oversight responsibilities for senior citizens to be fingerprinted for California Department of
Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s).
Fingerprinting shall be done in accordance with said law(s). The City may also require
employees be fingerprinted if they are transferred, or promoted to positions with oversight
responsibilities for senior citizens or oversight responsibilities for confidential, and/or
sensitive documents or equipment.
F. Acting Assignment
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Director of
Human Resources. Under no circumstances shall an acting assignment exceed one (1)
year nor shall it be considered a reclassification or a promotion.
Acting pay must be a minimum of 5.5% and the Department Head has the discretion to set
compensation at any step on the pay range of the acting class, not to exceed the top step of
the range.
G. Return to Work Policy
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non-industrial injury and/or illness.
H. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a controlled substance and/or alcohol test during
working hours of any employee that it reasonably suspects is under the influence of alcohol
or a controlled substance in the workplace.
I. Management and Executive Management Relations Committee
During the term of this agreement, the City and MEO agree to meet quarterly to discuss
ways to improve management and executive management relations.
J. Public Employee Disaster Service Worker
In accordance with Government Code Section 3100, all Huntington Beach City employees,
including all members of this bargaining unit, are required to perform assigned disaster
service worker duties in the event of an emergency or a disaster.
MEO MOU November 1, 2017 through October 31, 2019
27
ARTICLE XV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of Understanding
is of no force or effect unless and until adopted by resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding
this 5th day of November , 2018.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
A Municipal Corporation ORGANIZATION
By: kjlwV By: ZI
Fre it on Scott Smith
City /tanager MEO President
Lori-Ann Farr arrison Jane Cameron
ssi t y Man MEO Vice President
rirector
1 By:
arren Debra Jubinsk
f Human Resources Negotiations Teaam
By:
oAnn Diaz MarMilso
Principal Human Resources Analyst Negotia
Y
Aaron Peardon
Approved as to F OCEA Representative
By:
ae . Gates
City torney
MEO MOU November 1, 2017 through October 31, 2019
28
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
MEO Salary Schedule
Effective 9-24-16
Job No Job Description GPade ay A B C D E
0025 Admin Analyst ME0025 36.38 38.38 40.50 42.73 45.07
0084 Admin Analyst Principal ME0084 45.32 47.81 50.44 53.21 56.14
0089 Admin Analyst Sr ME0089 41.86 44.16 46.58 49.14 51.85
0078 Assistant City Attorney ME0078 64.28 67.81 71.53 75.46 79.61
0132 Assistant City Clerk ME0132 39.03 41.17 43.43 45.82 48.34
0595 Assistant Fire Marshal ME0595 46.70 49.27 51.97 54.94 57.84
0057 Assistant to the City Manager ME0057 48.84 51.52 54.36 57.34 60.50
0123 Associate Civil Engineer ME0123 42.27 44.59 47.04 49.63 52.37
0071 Associate Planner ME0071 39.61 41.78 44.08 46.51 49.07
0569 Beach Maint Operations Mgr ME0569 50.83 53.62 56.57 59.68 62.96
0044 Beach Operations Supervisor ME0044 41.65 43.93 46.35 48.90 51.59
0064 Budget Analyst Senior ME0064 40.21 42.42 44.76 47.22 49.82
0598 Building Manager ME0598 58.44 61.66 65.05 68.62 72.40
0024 City Engineer ME0024 66.54 70.21 74.07 78.14 82.44
0125 Code Enforcement Supervisor ME0125 1 41.43 43.71 1 46.11 48.65 51.33
0471 Community Relations Officer ME0471 45.32 47.81 50.44 53.21 56.14
0353 Community Services Manager ME0353 50.83 53.62 56.57 59.68 62.96
0097 Construction Manager ME0097 50.83 53.62 56.57 59.68 62.96
0085 Contract Administrator ME0085 43.33 45.72 48.23 50.89 53.68
0081 Deputy City Attorney I ME0081 42.27 44.59 47.04 49.63 52.37
0080 Deputy City Attorney II ME0080 50.83 53.62 56.57 59.68 62.96
0079 Deputy City Attorney III ME0079 58.44 61.66 65.05 68.62 72.40
0068 Deputy City Engineer ME0068 56.71 59.83 63.13 66.60 70.26
0571 Deputy Dir of Econ Development ME0571 57.58 60.74 64.09 67.62 71.33
MEO MOU November 1,2017 through October 31,2019
29
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
Job No Job Description GPade ay A B C D E
0486 Detention Administrator ME0486 41.86 44.16 46.58 49.14 51.85
0039 Econ Development Proj Mgr ME0039 46.22 48.77 51.45 54.27 57.26
0580 Energy Project Manager ME0580 46.22 48.77 51.45 54.27 57.26
0474 Facilities, Devel&Conc Mgr ME0474 48.36 51.01 53.82 56.77 59.89
0050 Facilities Maint Supervisor ME0050 41.65 43.93 46.35 48.90 51.59
0879 Finance Manager-Accounting ME0879 52.37 55.24 58.29 61.50 64.87
0889 Finance Manager-Budget ME0889 52.37 55.24 58.29 61.50 64.87
0899 Finance Manager-Fiscal Services ME0899 1 52.37 55.24 1 58.29 61.50 64.87
0869 Finance Manager-Treasury ME0869 52.37 55.24 58.29 61.50 64.87
0131 Fire Medical Coordinator ME0131 41.21 43.48 45.88 48.40 51.07
0130 Fire Protection Analyst ME0130 41.21 43.48 45.88 48.40 51.07
0590 Fleet Operations Supervisor ME0590 41.65 43.93 46.35 48.90 51.59
0581 General Services Manager ME0581 56.16 59.25 62.51 65.94 69.56
0498 GIS Manager ME0498 53.69 56.65 59.75 63.05 66.51
0043 Housing Manager ME0043 53.15 56.08 59.26 62.41 65.84
0006 Human Resources Manager MEOD06 55.32 58.36 61.57 64.96 68.53
0489 Info Technology Mgr-Infrastructure ME0489 53.69 56.65 59.75 63.05 66.51
0200 Info Technology Mgr-Operations ME0200 53.69 56.65 59.75 63.05 66.51
0500 Info Technology Mgr-Systems ME0500 57.58 60.74 64.09 67.62 71.33
0075 Inspection Manager ME0075 51.57 54.42 57.41 60.57 63.90
0073 Inspection Supervisor ME0073 43.99 46.41 48.96 51.65 54.49
0251 Investigator ME0251 35.83 37.81 39.89 42.09 44.40
0158 Landscape Architect ME0158 41.21 43.48 45.88 48.40 51.07
0049 Landscape Maint Supervisor ME0049 41.65 43.93 46.35 48.90 51.59
0572 Liability Claims Coordinator ME0572 37.67 39.74 41.93 44.25 46.68
0030 Maintenance Operations Mgr ME0030 56.16 59.25 62.51 65.94 69.56
0032 Marine Safety Division Chief ME0032 53.42 56.36 59.46 62.72 66.18
MEO MOU November 1,2017 through October 31, 2019
30
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job No Job Description Grade ay A B C D E
0490 Network Systems Administrator ME0490 48.10 50.75 53.54 56.49 59.60
0443 Payroll Systems Analyst ME0443 43.99 46.41 48.96 51.65 54.49
0098 Permit&Plan Check Manager ME0098 58.44 61.66 65.05 68.62 72.40
0209 Permit&Plan Check Supervisor ME0209 41.43 43.71 46.11 48.65 51.33
0453 Personnel Analyst ME0453 36.20 38.19 40.29 42.50 44.85
0060 Personnel Analyst Principal ME0060 45.32 47.81 50.44 53.21 56.14
0464 Personnel Analyst Senior ME0464 41.21 43.48 45.88 48.40 51.07
0099 Plan Check Engineer ME0099 49.33 52.04 54.90 57.93 61.11
0444 Planning Manager ME0444 53.69 56.65 59.75 63.05 66.51
0625 Police Admin Division Srvcs Mgr ME0625 58.44 61.66 65.05 68.62 72.40
0594 Police Admin Services Manager ME0594 46.70 49.27 51.97 54.94 57.84
0022 Police Communications Manager ME0022 41.86 44.16 46.58 49.14 51.85
0094 Police Records Administrator ME0094 41.86 44.16 46.58 49.14 51.85
0028 Principal Accountant ME0028 42.69 45.04 47.51 50.13 52.88
0096 Principal Civil Engineer ME0096 55.89 58.96 62.20 65.62 69.23
0072 Principal Electrical Inspector ME0072 40.01 42.22 44.53 46.99 49.57
0076 Principal Inspector Plb/Mech ME0076 40.01 42.22 44.53 46.99 49.57
0482 Principal Librarian ME0482 39.81 42.00 44.31 46.75 49.32
0074 Principal Planner ME0074 51.07 53.88 56.84 59.98 63.27
0579 Project Manager ME0579 46.22 48.77 51.45 54.27 57.26
0037 Project Manager Assistant ME0037 39.61 41.78 44.08 46.51 49.07
0496 Public Safety Systems Manager ME0496 54.50 57.50 60.66 63.99 67.51
0497 Public Safety Systems Supv ME0497 52.63 55.53 58.58 61.79 65.20
0839 Real Estate&Project Manager ME0839 46.22 48.77 51.45 54.27 57.26
0054 Risk Manager ME0054 53.15 56.08 59.16 62.41 65.84
0069 Senior Civil Engineer ME0069 47.18 49.77 52.50 55.39 58.43
0484 Senior Deputy City Attorney ME0484 61.44 64.82 68.38 72.13 76.11
MEO MOU November 1,2017 through October 31,2019
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
Job No Job Description Grade ay A 8 C D E
868 Senior Finance Analyst ME0868 43.95 46.37 48.91 51.60 54.44
499 Senior Info Technology Analyst ME0499 47.87 50.51 53.28 56.21 59.30
0077 Senior Librarian ME0077 34.27 36.16 38.15 40.24 42.45
0036 Senior Planner ME0036 46.22 48.77 51.45 54.27 57.26
0575 Senior Sprvsr Cultural Affairs ME0575 39.03 41.17 43.43 45.82 48.34
0578 Senior Sprvsr Human Services ME0578 39.03 41.17 43.43 45.82 48.34
0519 Senior Risk Management Analyst ME0519 41.22 43.48 45.98 48.40 51.07
0034 Senior Traffic Engineer ME0034 47.18 49.77 1 52.50 55.39 1 58.43
0333 Senior Trial Counsel ME0333 66.54 70.21 74.07 78.14 82.44
0457 Special Events Coordinator ME0457 32.94 34.75 36.66 38.68 40.80
0488 Street Maint Supervisor ME0488 41.65 43.93 46.35 48.90 51.59
0133 Supervisor,Prkng&Cmping Fac ME0133 39.03 41.17 43.43 45.82 48.34
0033 Transportation Manager ME0033 58.15 61.34 1 64.72 68.28 72.04
0051 Tree Maintenance Supervisor ME0051 41.65 43.93 46.35 48.90 51.59
0483 Utilities Manager ME0483 57.28 60.44 63.76 67.27 70.97
0487 Wastewater Supervisor ME0487 41.65 43.93 46.35 48.90 51.59
0052 Water Distribution Supervisor ME0052 41.65 43.93 46.35 48.90 51.59
0053 Water Production Supervisor ME0053 41.65 43.93 46.35 48.90 51.59
0056 Water Quality Supervisor ME0056 41.65 43.93 46.35 48.90 51.59
MEO MOU November 1,2017 through October 31,2019
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B— RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN
Employees hired on or after October 1, 2014, shall not be eligible for this benefit.
An employee who has retired from the City shall be entitled to participate in the City-sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum often (10) years of continuous full-time
City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance by
the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified downward or
cease during the lifetime of the retiree upon the occurrence of any one of the following:
1. On the first of the month in which a retiree or dependent reaches age 65 or on the
date the retiree or dependent can first apply and become eligible, automatically or
voluntarily, for medical coverage under Medicare (whether or not such application
is made) the City's obligation to pay monthly premiums may be adjusted downward
or eliminated. Benefit coverage at age 65 under the City's medical plans shall be
governed by applicable plan document.
2. In the event of the death of any employee, whether retired or not, the amount of the
retiree medical insurance subsidy benefit which the deceased employee was
receiving at the time of his/her death would be eligible to receive if he/she were
retired at the time of death, shall be paid on behalf of the spouse or family for a
period not to exceed twelve (12) months.
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement,
eligibility for benefits begin after an employee has completed ten (10) years of continuous full
time service with the City of Huntington Beach. Said service must be continuous unless prior
service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules.
B. Disability Retirees - Industrial disability retirees with less than ten (10) years of service shall
receive a maximum monthly payment toward the premium for health insurance of $121 (one
hundred twenty-one dollars). Payments shall be in accordance with the stipulations and
conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal
to the full cost of premium for employee only.
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
C. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However,
the amount shall not be reduced if such reduction would cause insufficient funds needed to
pay the full premium for the employee and the remaining dependents. In the event no
reduction occurs and the remaining benefit premium is not sufficient to pay the premium
amount for the employee and the eligible dependents, said needed excess premium amount
shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of continuous, full
time years of City service prior to retirement City exceeds ten (10), shall be entitled to
maximum monthly payment of premiums by the for each year of completed City service as
follows:
Maximum Monthly Payment
for Retirements After:
Years of Service Subsidy
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open enrollment.
The Human Resources Department shall notify covered retirees of this opportunity
each year.
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B— RETIREE SUBSIDY MEDICAL PLAN
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed service with the City of Huntington Beach.
B. Benefits:
1. Retiree Subsidy Medical Plan includes the available group medical plans offered to
active unit members at the time of retirement.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan options
and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements.
D. Medicare:
1. All persons are eligible for Medicare coverage at age sixty five (65). Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at no cost.
Those without sufficient credited quarters are still eligible for Medicare at age sixty
five (65, but will have to pay for Part A of Medicare if the individual elects to take
Medicare. In all cases, Part B of Medicare is paid for by the participant.
2. When a retiree and his/her spouse are both sixty five (65 or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them
or the maximum subsidy, whichever is less.
MEO MOU November 1,2017 through October 31, 2019
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B— RETIREE SUBSIDY MEDICAL PLAN
3. When a retiree at age sixty five (65 is eligible for paid Part A of Medicare and his/her
spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a
retiree at age sixty five (65 is not eligible for paid Part A of Medicare and his/her
spouse who is also age sixty five (65is eligible for paid Part A of Medicare, the
subsidy shall be for the retiree's Part A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches age sixty
five (65. If such retiree was covering dependents under the Plan, dependents
will be eligible for state and or federal COBRA continuation benefits effective
as of the retiree's sixty-fifth (65th) birthday.
b. Dependent coverage will be eliminated upon whichever of the following
occasions comes first:
i. After thirty six (36) months of COBRA continuation coverage, or
ii. When the covered dependent reaches age sixty five (65) in the event such
dependent reaches age sixty five (65) prior to the retiree reaching age
sixty five (65).
c. At age sixty five (65) retirees are eligible to make application for Medicare.
Upon being considered "eligible to make application," whether or not
application has been made for Medicare, the Retiree Subsidy Medical Plan will
be eliminated.
2. See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Memorandums of Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty
(60) days shall be terminated from the Plan and shall not have reinstatement
rights.
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT C —VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
See Administrative Regulations
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D — PHYSICAL EXAMINATION DESCRIPTION
PHYSICAL EXAMINATION DESCRIPTION
I. Complete Health History
II. Complete Physical Examination by Physician
III. Computer Printout:
A. Physiological Tests:
1. Temperature
2. Height
3. Weight
4. Vision
5. Audiometry (Hearing Screening)
6. Blood Pressure
7. Pulse
8. Chest X-Ray
9. EKG
10. History
11. Tonometry (Glaucoma) for patients 35 and over.
12. Spirometry (Breathing)
B. Laboratory Tests:
1. Blood Chemistry Screening Tests:
SGPT Triglycerides
SGOT Glucose Fasting
LDH BUN
Alk. Phosphatase Creatinine
Total Bilirubin Uric Acid
Total Protein Calcium
Albumin-Serum Inorganic Phosphate
Globulin Sodium
Cholesterol Postassium
2. Complete Blood Count
3. Urinalysis
4. Stool Test for Blood
5. RPR
6. Pap Smear on Females
7. HDL
IV. Examination Findings:
A. Consultation with Physician
B. Written Report of Findings
MEO MOU November 1,2017 through October 31, 2019
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E— 9/80 WORK SCHEDULE
9/80 WORK SCHEDULE
This work schedule is known as the "9/80." In the event that there is a conflict with the current
rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed
below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two-
week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in
each work week. The 9/80 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee.
A. Forty (40) Hour Work Week
The actual work week is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.). No
employee working the 9/80 work schedule will be able to flex their Friday start time nor the
time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays, All
employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the workweek
is 12:00 noon Friday.
B. Two-Week Pay Period
The pay period for employees starts Friday mid-shift (p.m.) and continues for fourteen (14)
days until Friday mid-shift (a.m.). During this period, each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which
is charged to work week two).
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided between
two schedules, known as the "A° schedule and the "B" schedule, based upon the departmental
needs. For identification purposes, the "A" schedule shall be known as the schedule with a
day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall
have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday'. An example
is listed below:
AM PM AM PM AM PM
F F S S M T W Th F F S S M T W Th F F
Schedule 4 4 1 - 9 9 9 1 9 - 9 9 9 9 4 4
B Schedule 9 9 919 4 4 - 9 9 1 9 1 9 -
MEO MOU November 1, 2017 through October 31, 2019
39
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E— 9/80 WORK SCHEDULE
A/B Schedule Changes
Employees cannot change schedules without prior approval of their supervisor, Department
Head, and the Director of Human Resources or designee.
D. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet
any and all emergencies or unusual conditions which, in the opinion of the City Manager,
Department Head or designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the
current accrual, eligibility, request and approval requirements.
1. General Leave —As stated in Memorandum of Understanding
2. Sick Leave —As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave—As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday,
or on a City holiday, then the jury duty shall be considered the same as having occurred
during the employees day off work; therefore, the employee will receive no added
compensation.
MEO MOU November 1,2017 through October 31,2019
40
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT F —4/10 WORK SCHEDULE
4/10 WORK SCHEDULE
In the event that there is a conflict with the current rules, practices and/or procedures regarding
work schedules and leave plans, then the rules listed below shall govern.
4110 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two
week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10)
hours per day, plus a one-hour lunch during each work shift, totaling forty (40) hours in each work
week. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Manager, Department
Head or designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10)
hours of eligible leave per workday shall be charged against the employee's leave balance, All
leaves shall continue under the current accrual, eligibility, request, and approval requirements.
1. General Leave —As stated in Memorandum of Understanding
2. Sick Leave —As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave —As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if an
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday,
or on a City holiday, then the jury duty shall be considered the same as having occurred
during the employees day off work, therefore, the employee will receive no added
compensation.
MEO MOU November 1, 2017 through October 31, 2019
41
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Requestor. Please Complete
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated Vacation, Administrative or General Leave Compensatory Time.
MY SIGNATURE CERTIFIES THAT:
• A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department; and
1 am not receiving disability benefits or Workers' Compensation payments.
Name: (Please Print or Type:Last, First, MI)
ork Phone: Department:
ob Title: Employee ID#:
Requestor Signature: Date:
Department Director Signature: Date:
uman Resources Department-Use Only
End donation date will bridge to: lEnd donation date:
❑ Long Term Disability
❑ Medical Retirement beginning
❑ Length of FMLA leave ending
❑ Return to work
I
uman Resources Director Signature.. Date signed:
MEO MOU November 1,2017 through October 31,2019
42
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G —VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor—Name: (-P—/ea s-e--Print or Type: Last,—First, M--l) --
ork Phone:
Donor Job Title:
Type of Accrued Leave: Number of Hours I wish to Donate:
F-1 Vacation Hours of Vacation
El Compensatory Time Hours of Compensatory Time
F-1 General Leave Hours of General Leave
❑ Administrative Leave Hours of Administrative Leave
................... J
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this donation
will remain confidential.
I wish to donate my accrued Vacation, Compensatory Time, Administrative or General Leave hours
to the Catastrophic Leave Donation Program for:
Eligible recipient employee's name (Last, First, MI):
Donor Signature:
-................. ..................... ..................... ............. ........... ....
Please submit to Payroll in the Finance Department.
MEO MOU November 1,2017 through October 31, 2019
43
Res. No. 2018-64
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on November 5, 2018 by the following vote:
AYES: O'Connell, Semeta, Peterson, Posey, Delgleize, Hardy, Brenden
NOES: None
ABSENT: None
RECUSE: None
r"
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California